Assess whether or not the changes in the structure of the UK industry E

Assess whether or not the changes in the structure of the UK industry have been beneficial for the economy, industries and the consumer. Over the past 30 years the structure of the UK economy has been transformed. By this I mean there has been changes in the production and employment between the primary, secondary and tertiary sectors. In 1964, 1,201,000 people were employed in the primary sector. By 1995 there were only 383,000 people employed in the primary sector. This shows a decrease of 818,000 employees over 31 years. This was mainly due to a contraction of output in the coal mining industries, and the collapse of oil prices in 1986, further contributing toward the declining industry. The second change in the structure of the UK industry was a decrease in output and employment in the secondary (manufacturing) sector. A decrease of 6,027,000 employment was recorded between 1964 and 1995. This is deindustrialisation. The final change was in the tertiary sector, where the amount employed had increased by 50%, from 11,178,000 to 16,527,000, between 1964 and 1995. Increasing its percentage of GDP in the UK. Therefore we can conclude that there has been an increase in employment output in the tertiary sector and a decrease in the primary and tertiary sectors. There has also been a shift over the years from public to private sector production, which creates competition, causing lower prices and benefiting the consumer, while contributing to ...

Aristotles Life Essay

Aristotle (384-322 BC) was a Greek philosopher, educator, and scientist, and was also one of the most influential thinkers in Western culture (World Book 663). Through his writings, Aristotle considered, summarized, criticized, and helped to further develop many of these traditions from which he had learned from Plato, his teacher. He was born in Stagira, and both of his parents died when he was a boy. His legal guardian named Proxenus raised him (World Book 663). At the age of 18 years of age, Aristotle entered Plato’s school in Athens called the Academy. When Plato died in 347 BC, Aristotle left the Academy to live with some of Plato’s disciples who were living with Hermeias. In 334 BC, he returned to Athens and founded a school called the Lyceum (World Book 663). His school, philosophy, and his followers were called peripatetic, which is Greek for walking. The reason for this name was because Aristotle did most of his teaching while he was walking with his students. After Alexander the Great’s death in 323 BC, Aristotle was charge with impiety by the Athenians, which was a similar crime that was brought upon another philosopher, Socrates. Worried that he would be set to death for this charge, Aristotle fled to the city of Chalcis. A year after his arrival in Chalcis, Aristotle died (World Book 663). Aristotle’s Physics Aristotle work on basically all of the basic known subjects (Math, Science, Literature, English, Ethic, etc†¦). He also made his contribution in the field of Physics and Metaphysics (means after physics). Aristotle’s Physics is composed of several books and each is broken up into different parts of physics. In Aristotle’s Physics, he thinks that natural objects are substances, and that they consist of both matter and form. Matter and form cannot be separated from one another (Internet). He goes on to explain that all substances have within each one of us, is the origin of our change and movement.

Rwt1 Research Paper

Business Research Report Compensation Strategies Presented to: Management Assessment Code: RWT1 Table of Contents Executive Summary3 Introduction4 Research Findings5 Performance Based Pay5 Salary6 Longevity Pay7 Recommendations8 Conclusion8 References9 Executive Summary This report examines 3 different compensation systems that our company can develop and enforce within our company for our employees.Compensation is the most important and rewarding factor for employees, so a thorough and thoughtful approach should be taken as we think about changing the way in which this company rewards it's employees for the work they do for us each and every day. Performance based pay is a widely popular approach to compensation where the employers pays the employee based on their job performance. This gives the employees control of how much they make and inspires them to do their best work on a daily basis to maximize their own income.With high productivity and quality performance employers are abl e to become more competitive and increase profit. Salary is an easy and constant way of paying the employees of this company. This is a set wage that employees will earn based on their job description. This wage will not change based on their merit or seniority. The stability of this compensation system appeals to employees as they always are aware of how income they will receive. But it also has very little room for growth and opportunity for the employees. The last form of compensation we can consider for our employees as a company is longevity pay.This is compensation based on the employee's seniority, length of service, or tenure. This can be in the form of annual bonuses on their employment anniversary date, or monthly amounts added to their checks. This provides the employees with motivation to continuing their career and employment with the company. My final recommendation for the company is to develop our own performance based pay system for our employees. This will create h ighly productive and motivated employees eager to perform their job duties to the best of their abilities to maximize their own personal income.This in turn will create more profitability for our company. Also, creating goals for our employees will create awareness of our company's goal as a whole organization and will create a more united workforce as we all work together for the same goal. A company with driven employees producing quality work can only be successful. Introduction I, Jamie Yocom, a Human Resource Assistant have been given the task of researching different compensation strategies for our company. In this eport I will be reporting to the Human Resource Director my research findings on 3 different compensation methods: Salary, Performance-Based Pay, and Longevity Pay. I will compare and contrast these methods in order for management to determine which method is most appropriate for us to adopt for our 120 employees. Since compensation is the biggest benefit we provide to our employees, this topic deserves thorough research and thought as we examine and promote a new way of rewarding our employees for their hard work and dedication to the quality and performance we expect from each and every one of them.After reading this report, management will have a greater understanding of each of these 3 methods and will be able to begin the process of deciding which one will be implemented in the near future. I will introduce using the compensation strategy of salary, which is a set amount an employee receives annually for the work they do no matter the quality of their work, or the hours they put in. Performance Based Pay is another method we can use in which employees are paid based on the quality of their performance and production.Longevity Pay is the final method I will propose of our use, it involves wage adjustments for each employee based on the length of service each year. Compensation policies can be very unique and vary from organization to organ ization. An understanding of the different methods is necessary in order to be profitable and to inspire quality production. Research Findings From extensive research, using a variety of relevant and credible resources, there are three compensation systems that should be considered: Performance Based Pay Salary Longevity Pay Performance Based Pay A Performance-Based Pay system is an increasingly popular compensation method used by organizations to increase productivity. A goal for all companies is to try and remain competitive and control costs, this is a reason for performance-based pay systems becoming more popular. This type of system attempts to link compensation to performance. (Gena Richter, 2002) These systems are directly tied to organization or individual performance and are most effective when based on objective measures of quantity or quality of performance.If we wish to have a direct impact on work motivation, it must be linked directly to the performance of desired beha viors. In order for to put this type of system into place, performance evaluations must be conducted regularly , as well as training and development for those with performance that isn't quite up to par. These additional resources will be necessary for our organization if we implement a performance based pay system. (William B. Bernathy, Ph. D. , 2004) Pay for performance compensation plans are widely considered to be a â€Å"win-win† for employees as well as their employers.When pay for performance wages are properly put in place at a company, everyone shares a common goal of doing what is best for the organization. In a system where employees earn higher compensation if their team, department, or company reaches specified targets, it becomes a motivational tactic to get employees to work harder and benefit the company while at the same time providing an added benefit for them. Instilling a performance based pay system in a company will allow you to get the most out of all o f your employees and their performance and production. Martinovic, 2012) Reasonable, measurable goals and performance incentives should be the basis of compensation for all employees, at all levels, no matter what their job description or title is. Objections should be made clear and achievable based on their job description and quantifiable to provide each employee with incentives for good and productive performance. (Pinto, 2003) From a business perspective, in order to remain competitive in the current labor market, it would be smart to tie pay to performance so that employees' output is accelerated.As a result, this type of system will streamline operations in an effort to control cost and remain competitive. â€Å"A well-constructed performance-based pay system can be viewed as an interactive process that translates the overall strategic initiatives into daily actions, with quantitative and attainable rewards provided to employees who accomplish their goals. † (Paul R. D orf, 2001) Analysis: It is clear that there are many benefits to this type of compensation plan. The most evident is creating a more motivated and united workforce, as their one and only goal will be quality production.If our employees can equate their performance on the job with their paycheck, they will become a more focused, hardworking, and determined asset to our company. They will take ownership of their daily duties and tasks and hopefully become more efficient at what they do, which in turn, will be more and more profitable for the company. Different reasons to utilize this type of performance based system include: a way to retain and recognize top performers, align labor costs with productivity, and reinforce company objectives.Employees will also develop a more clear understanding of the overall business objectives. 1 Salary The general definition in federal law for salary is a regularly paid amount of money, constituting all or part of an employee's wages, paid on a weekl y or less frequent basis that is not subject to reduction due to the quality or quantity of work performed. (â€Å"Department of Workforce,†) Employers are responsible for paying their employees for the work that they perform; this can include using salary as a method to pay your employees.Employees that are salaried will be paid differently than those that are paid hourly. Hourly employees are paid based on the amount of hours worked and salaried employees are paid a set wage. (Natalie Grace, 2012) Salary is a fixed amount of compensation or money that is paid to an employee by their employer in return for work performed. Unlike performance based, that set wage will be the same no matter what. Salary is usually paid in bi-weekly paychecks to each professional employee. Most frequently an employee's salary is paid in 26 even paychecks over the course of a calendar year.A salaried employee has no need to track hours worked because they are not paid overtime. An employee who is paid salary is expected to complete a whole job in return for their compensation. This is what makes salary different from hourly compensation or performance based pay. Their pay will be the same no matter the hours worked or the quality of their performance. (Heathfield, 2009) Analysis: Salary is the most stable and constant compensation system introduced in this report. It involves no changes or updates throughout the year.Employees will always be able to know what their pay will be. They will not be expected to meet quotas or goals in order to make their money. Employees who are salaried have a sense of stability when they think about their compensation from their employer, as stated above; their production and performance will not change their pay. This will frequently be the least complex form of compensation but it will not motivate or inspire the workforce to be more productive or efficient in their daily job responsibilities.Since their pay will always be the same, they wil l develop a mindset that they do not have to strive to do better or be better, since their pay does not depend on job performance. 2 Longevity Pay This type of compensation system is a contractual agreement where the employee will receive compensation based on their seniority. The manner in which this type of compensation is paid out can very widely. Each organization will have a policy that will describe the details of the longevity pay plan. These policies include the amount to be paid, the percentage of increase, and on what schedule payments will be made.This type of payment appears to the employees as a way of giving due compensation to workers who have made a significant contribution to the organization. (â€Å"wisegeek. com†) Longevity-pay is a wage adjustment that the employers base on the length of service, seniority or employee's tenure with the company. The amount of annual longevity-pay is frequently a percentage of the employee's annual rate of pay on the employe e's anniversary date. (â€Å"uslegal. com. † 2002) This type of payment is typically given to employees to recognize and reward the length of their tenures.These payments can also be given when employees reach significant employment anniversaries. These longevity payments differ from merit based pay in that a longevity-payment is based only on length of service, while a merit based payment is designed to recognize superior job performance and production. These are implemented by companies to help retain and attract top talent. Human Resource Mangers think of this as a way to reward loyalty and to inspire potential employees to understand that the company places value on employee experience and loyalty. (Willsey, 2002) Analysis:From an employee's point of view, longevity pay means that the company you work for values your time and effort you put into your job. The point of having these longevity-payments and rewards is to retain our top and loyal performers. Rewarding our empl oyees for their time served would be a substantial reason for employees to continue their career with this company. Recommendations Based on the above research and information on 3 different types of compensation, this is my recommendation for our company. Recommendation One: Develop and enforce a performance based bay system to otivate and inspire our employees to produce to the best of their abilities. Conclusion In conclusion, after thorough research and examination of compensation systems I recommend a performance based pay system for our company. This type of pay system will instill a clear understanding in the employees of our company's purpose. By connecting their compensation with their performance on the job will inspire them to be more thorough, efficient. And they will learn to be more productive employees, which in turn will be more profitable for our company.With employees that are driven by quality production this company should only expect growth and success. We can i ncrease productivity and remain competitive with other companies in our market by developing this type of compensation system. 1 References Abernathy, William B. , Ph. D. (2004). debwagner. info. Retrieved from http://debwagner. info/hpttoolkit/pfp_hpt. htm Department of workforce development. (n. d. ). Retrieved from http://dwd. wisconsin. gov/er/labor_standards_bureau/publication_erd_13109_p. htm Dorf, Paul R. (2011).Would performance-based compensation improve your workforce?. Retrieved from http://www. compensationresources. com/press-room/would-performance-based-compensation-improve-your-workforce-. php Grace, Natalie. (2012). Ehow. com. Retrieved from http://www. ehow. com/about_5367027_rules-paying-salary. html Heathfield , S. H. (2009, March 26). About. com. Retrieved from http://humanresources. about. com/od/glossarys/g/salary. htm Martinovic, S. (2012, Feb 20). Pay for performance compensation plans. Retrieved from http://www. gaebler. om/Pay-for-Performance-Compensation-P lans. htm Pinto, J. (2003). Performance-based compensation. Retrieved from http://www. jimpinto. com/writings/compensation. html Richter, Gena. (2002). Retrieved from http://user. txcyber. com/~gena/HRPage/articles/062099. shtml uslegal. com. (2002). Retrieved from http://definitions. uslegal. com/l/longevity-pay/ Willsey, Marie. â€Å"What is a longevity raise? † 14 July 2010. HowStuffWorks. com. 24 February 2012. wisegeek. com. (n. d. ). Retrieved from http://www. wisegeek. com/what-is-longevity-pay. htm

AniSci Lesson Plan 3 Essays - Education, Articles, Free Essays

AniSci Lesson Plan 3 Essays - Education, Articles, Free Essays Lesson Plan #3 Age: K-2 Subject: Animal Science Topic: Animal Behavior Time + Pacing Central Focus of Lesson: At the end of the lesson, students should feel comfortable recognizing the things that both they and animals have in common when it comes to behavior, and that all behaviors come from a stimulus. Part 2: Content Objectives SWBAT give an accurate definition of animal behavior SWBAT give examples of behaviors animals perform and the stimuli behind these actions Key Vocabulary Stimulus Behavior Prior Academic Learning and Prerequisite Skills: Students should have prior experience on classifying things as living or nonliving, and characteristics of living things Students have very little prior knowledge of the subject of animal science and these topics. Students should also have a prior knowledge of how to use art supplies such as markers, colored pencils, or crayons. Students should be aware of typical classroom procedures. Materials Needed Blank Paper (one for each child) Markers, colored pencils, or crayons Board Part 3: Lesson Introduction Gather the children and begin the discussion by reviewing concept of living and nonliving things "Are animals living or nonliving?" "What makes them living?" The students should give examples such as: eating, breathing, moving, sleeping, etc. If incorrect suggestions are given, discuss and clear any misconceptions. After the list is complete, explain that today they are going to be talking about the things that both they and animals have in common when it comes to behaviors, such as sleeping, eating, moving, and caring for young Ask students if they know what the word behavior means. When suggestions are given, write them on the board. If incorrect suggestions are given, write them on the board, discuss, and correct misconceptions before erasing incorrect information. This is the working definition for behavior, and they will be able to come to the correct definition throughout the lesson. Definition they are working towards: any action and animal does in response to stimuli (go over some synonyms for stimulus), or the response of an animal to its environment. By this definition, behavior considers all activities in which an animal engages and includes moving, grooming, feeding, sleeping, and caring for the young, to name a few. 5-10 min Introduction of New Information Begin the discussion on the concept of learned vs instinctive behaviors "What are some things that you knew how to do without anyone teaching you?" +breathing, sleeping "Are there things that you needed to be taught or only know how to do from watching it happen?" +writing, reading, walking Information to give: Something that is learned is a behavior that you or an animal needs to be taught. A behavior that is instinctive is a behavior that you or an animal knows how to do from the time you are born. Begin the discussion on the concept of sleep/resting One behavior that both you and animals do is to sleep or rest. "Do all living things need sleep?" Information to give: Some animals sleep much more or much less than humans. Some animals sleep during the day, and some sleep when it is dark, like humans. Some animals, like horses, can sleep while they are standing up. Begin the discussion on the concept of maternal behaviors Some animals take care of their children in a similar way that your parents or grandparents take care of you. They can make sure that they have food, water, and shelter. Some even take care of their children when they are sick. The parents of animals teach them things just like your parents or grandparents teach you. Begin the discussion on the concept of the importance of understanding behavior "Why do you think it is important for people to understand animal behavior?" Give time for discussion, and after give information. It is important to understand animal behavior so that we can take care of animals, make sure they have the right kind of shelter, and help to make sure that we are interacting with animals in a good way Ask students if there are any questions, and clear any misconceptions that they may have. Encourage students to ask questions or share their thoughts throughout the discussion. 15 min Learning Activities/ Interactive Learning At their own desks/tables provide each student with the materials for the art activity. Each student should have a piece of blank paper and coloring supplies (markers, crayons, or colored pencils). Explain that the students will each be drawing one behavior that both

Free Essays on Stress In The Workplace

The Random House College Dictionary defines stress as, â€Å"physical, mental, or emotional strain or tension† (p.1300). Stress is something that we all experience in our lives, more often than not. Stress can be caused by many factors, including poor diet, lack of sleep, rigorous schedules, etc. For many, stress is an everyday part of their job, and can greatly affect their physical and psychological health. For this paper, I plan to describe, in depth, the stresses that many endure in their workplace, including where stress comes from, why stress occurs, what the cause of stress is, and how you can manage and control stress. There are many sources of stress in the work environment. â€Å"A great deal of worker stress is caused by stressors in the environment of the work organization† (Riggio, 2000, p.250). These stressors include job insecurity, excessive competition, difficulties in interpersonal relationships, unpleasant or uncomfortable working conditions, work overload, underutilization, job ambiguity, lack of control and support, long or unusual working hours, as well as income level. Physical sources including lack of sleep, health status, poor diet, as well as drug and alcohol use can contribute to the amount and degree of stress a person experiences on the job. â€Å"While a great deal of stress is created by factors in the organization or by features of jobs and work tasks, some is caused by characteristics of the workers themselves† (Riggio, 2000, p.254). There are two types of behavior patterns that are associated with individual sources of work stress. They have been defined as Type A behavior pattern and susceptibility to stress and to stress effects. Type A behavior pattern is characterized by excessive drive and competitiveness, a sense of urgency and impatience, and underlying hostility (Riggio, 2000). This type of person is otherwise known as a â€Å"workaholic.† People who possess Type A behavior patte... Free Essays on Stress In The Workplace Free Essays on Stress In The Workplace The Random House College Dictionary defines stress as, â€Å"physical, mental, or emotional strain or tension† (p.1300). Stress is something that we all experience in our lives, more often than not. Stress can be caused by many factors, including poor diet, lack of sleep, rigorous schedules, etc. For many, stress is an everyday part of their job, and can greatly affect their physical and psychological health. For this paper, I plan to describe, in depth, the stresses that many endure in their workplace, including where stress comes from, why stress occurs, what the cause of stress is, and how you can manage and control stress. There are many sources of stress in the work environment. â€Å"A great deal of worker stress is caused by stressors in the environment of the work organization† (Riggio, 2000, p.250). These stressors include job insecurity, excessive competition, difficulties in interpersonal relationships, unpleasant or uncomfortable working conditions, work overload, underutilization, job ambiguity, lack of control and support, long or unusual working hours, as well as income level. Physical sources including lack of sleep, health status, poor diet, as well as drug and alcohol use can contribute to the amount and degree of stress a person experiences on the job. â€Å"While a great deal of stress is created by factors in the organization or by features of jobs and work tasks, some is caused by characteristics of the workers themselves† (Riggio, 2000, p.254). There are two types of behavior patterns that are associated with individual sources of work stress. They have been defined as Type A behavior pattern and susceptibility to stress and to stress effects. Type A behavior pattern is characterized by excessive drive and competitiveness, a sense of urgency and impatience, and underlying hostility (Riggio, 2000). This type of person is otherwise known as a â€Å"workaholic.† People who possess Type A behavior patte...

UK Food Industry Essay Example | Topics and Well Written Essays - 3250 words - 1

UK Food Industry - Essay Example Obesity can be fuelled by excessive consumption of high-fat food, genetic predisposition, and lack of physical exercise. However, several parties play a role in causing obesity in a certain population. For instance, both the government and business firms determine what type of food the population eats, any unhealthy food with high fat and sugar content will definitely cause obesity (Parkin & Boyd, 2011). This paper seeks to expound on the childhood obesity in the United Kingdom, with a close analysis on the food industry’s corporate social responsibility, focusing on MacDonald restaurants and the role they have played in combating childhood obesity. In the UK, obesity has been declared a crisis since its population is gradually turning obese. For example, a research conducted in 2007 revealed that nearly 25% of all adults were obese. The figure steadily increased in 2012 with 37% of all adults in the UK being obese. This trend seems to escalate so quickly that it is estimated that by 2025 nearly 40% of Britons will be obese with the Body Mass Index greater than 30kg/M ². The figure is even reaching Biblical proportions by 2050 with the speculations of obesity affecting 60% of adult men and 50% of adult females (ParliÅ„ska, A, & Rembielak, 2014). The Foresight Report of 2007 exposed causes of obesity among the UK’s population. These causes were broadly categorized into four groups, the social influences that entail individual habits and psychology, the activity environment focusing of individual’s physical activity practices, biology which basically means the genetic predisposition to obesity and food environment that sums up all types of food consumed as well as their caloric and fat content. Each of these factors plays a role in causing obesity in the UK but the most adamant one is the food environment. Obesity easily becomes a crisis because it is associated with other medical conditions such as diabetes, hypertension, arthritis etc.

Compare and Contrast Research Methods Essay Example | Topics and Well Written Essays - 1500 words - 5

Compare and Contrast Research Methods - Essay Example However, the genesis of any research work is pegged on identification of research topic that will in turn lead to applicable research method (Lee and Xia, 2011). The most commonly used research methods often fall under qualitative and quantitative research methods. Panel survey is a qualitative research method that compares well with other research methods especially in understanding business dynamics. Some of the methods include cohort survey, longitudinal studies, formal and in-depth studies, focused grouped discussion, and observational research methods. Panel survey is a research method that allows a researcher to determine the changes and reasons that may have caused such changes within a population (Jackson, 2011). This survey focuses on the study of the trend of people since the sample of people is expected to change over a certain period. The sample that is used in this kind of survey is humans, and it is called panel. For example, a researcher who wants to know the change in quality of goods and services might use the customers who use the targeted goods or services (Rubin and Babbie, 2010). The selected customers are the researcher’s sample. After selecting the sample, the researcher will contact the same set of customers over the period he wants to study or survey the trend in the quality of services targeted by an organization (Bryman, 2012). It is essential to note that the panel survey uses the same question for all data it designates to collect. The main advantage of the panel survey is that its results are extrem ely useful and offer specific explanations. However, the survey may be difficult to conduct because it is expensive and takes a long time within which sample ratio may be affected with other factors such as socio-economic, ethical, or even death. Persons or samples may drop out of the studies, and they are often referred to as attrition (Lee and Xia, 2011). Additionally, survey panel usually allows